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pre-employment screening for marijuana use, except for employees in safety and security-sensitive jobs and jobs bound by federal or state contracts or grants. Oregon requires “reasonable suspicion” of drug use. Rhode Island, Vermont, and South Dakota allow testing ONLY AFTER an offer of employment. Virginia forbids discharge of an employee ...
Drug Testing Considerations Key takeaways: • You can still test for other drugs • Test for marijuana with caution –if you don’t need to know, it’s probably better not to know • Fit within one of the permitted exceptions (mandated, performance, safety) • Document specific, objective bases for testing
employers should actively engage in advocating for their rights to enforce safe and drug free workplace policies with a sound drug and alcohol testing program that promotes workplace safety. • Have states that have legalized marijuana seen an increase in work-related injuries?
Under virtually every state law that legalizes marijuana use, employers have an explicit right to prohibit their employees from using or being under the influence of marijuana at work or during work hours.
19 Φεβ 2020 · employee rights to off-duty use of medical or recreational marijuana; employer rights to base hiring or disciplinary actions on positive drug screens; accommodation of marijuana use in the workplace; and excep-
From pre-employment hiring regulations to drug testing rules and laws that protect off-duty use, employers have several items to consider regarding legalized marijuana. Meanwhile, public sentiment
This survey has been provided by the Fox Rothschild Cannabis Practice as a quick reference to relevant workplace laws and statutes governing marijuana usage and drug testing in the United States.
